İşe Alım Sürecinde İnsan Kaynağı Edinimi: Sembolik Algılama Üzerine Nitel Bir Araştırma

Year 2022, Volume: 13 Issue: 30. YönOrg 2022, 153 - 166, 30.12.2022

Gamze Güner Kibaroğlu

https://doi.org/10.21076/vizyoner.1140778

Abstract

Bu çalışma, insan kaynakları yönetiminde işe alım sürecinin insan kaynağının edinimi aşamasında sembolik algılamanın etkisi ve gücünü ortaya çıkarmak amacıyla yapılmıştır. Araştırma, endüstri alanında faaliyet gösteren bir işletmenin ihtiyaç duyulan pozisyonu için açılmış olan iş ilanına başvuran adaylar arasından belirlenen toplam 73 katılımcıdan mülakat yöntemiyle toplanan verilerle gerçekleştirilmiştir. Bu kapsamda, birinci uygulama için 38 katılımcıya 6 maddelik açık uçlu sorular sorulmuştur. Çalışmanın ikinci uygulamasında ise, 35 katılımcıya 5 maddelik açık uçlu sorular iletilmiştir. Nitel araştırma yöntemi uygulanmış olan bu çalışmanın sonuçlarına göre, işe alım süreci kapsamında insan kaynağı ediniminde sembolik algılamanın önemli bir rol oynadığı görülmüştür. Ayrıca çalışmanın sonuçlarına göre, işe alım sürecinde uygulanan tekniklerin adayların algısına göre değiştiği ve sembolik algılama ile beklenenden farklı sonuçlar verdiği görülmüştür. Bu kapsamda araştırmada ortaya çıkan sonuçlar tartışılarak insan kaynakları yöneticilerine ve diğer uygulamacılara önerilerde bulunulmuştur.

Keywords

İnsan Kaynakları Yönetimi, İnsan Kaynağı Edinimi, İşe Alım Süreci, Sembolik Algılama

Human Resources Attaintment In The Recruitment Process: A Qualitative Research On Symbolic Perception

Abstract

The study is carried out in order to reveal the effect and power of symbolic perception in the human resource attainment phase of the recruitment process in human resources management. The research is carried out with the data collected by the interview method from a total of 73 participants selected among the candidates who applied to the job posting for the required position of an enterprise operating in the field of industry. In this context, 6-item open-ended questions are asked to 38 participants for the first application. In the second application of the study, open-ended questions consisting of 5 items are sent to 35 participants. According to the results of the study, in which the qualitative research method is applied, it is seen that symbolic perception plays an important role in the attainment of human resources within the scope of the recruitment process. In addition, according to the results of the study, it is determined that the techniques applied in the recruitment process changed according to the perception of the candidates and give different results than expected with symbolic perception. In this context, the results of the research are discussed and suggestions are made to human resources managers and other practitioners.

Keywords

Human Resources Management, Human Resource Attaintment, Recruitment Process, Symbolic Perception

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